You Cant Do Succession Planning in the Public Sector Or Can You

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You Cant Do Succession Planning in the Public
SectorOr Can You?

• City of Charlotte
• Teresa Curlin
• Human Resources Business Unit

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Effective Succession Planning is not . . .

• Identifying a specific employee for a specific
  job at a future point in time

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Effective Succession Planning is . . .

• Identifying key player gaps through workforce
  planning
• Giving employees at all levels opportunities to
  develop their skills
• Embedding development opportunities in everyday
  work processes
• Embedding knowledge sharing into work processes
• Developing many employees for more challenging
  positions not just one

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Effective Succession Planning is . . .

• Identifying key player gaps through workforce
  planning
• Giving employees at all levels opportunities to
  develop their skills
• Embedding development opportunities in everyday
  work processes
• Embedding knowledge sharing into work processes
• Developing many employees for more challenging
  positions not just one

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Workforce Planning is . . .

• Planning to have the right employees, with the
  right skills, in the right jobs, at the right
  time. 
• A market analysis of the supply and demand of
  employees and skills, then crafting strategies
  for success when the supply does not equal your
  demand. 
• Translating strategic thinking into concrete
  actions to ensure adequate staffing levels and
  skills.
• In other words, systematically identifying your
  gaps so you can fill them.

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Effective Succession Planning is . . .

• Identifying key player gaps through workforce
  planning
• Giving employees at all levels opportunities to
  develop their skills
• Embedding development opportunities in everyday
  work processes
• Embedding knowledge sharing into work processes
• Developing many employees for more challenging
  positions not just one

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Leadership Training
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Dimensions in Leadership

• Current research indicates 70 of leadership
  development is gained through experience
• Dimensions in Leadership is a non-traditional
  leadership program for people demonstrating high
  potential for leadership.
• Its a unique opportunity for employees who
  assume responsibility for their own development
  and demonstrate the commitment to learn and grow.

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Dimensions in Leadership

• Participants selected for the Dimensions program
• Assess their skills in the Citys key leadership
  competencies with the assistance of their Key
  Business Executive.
• Use the assessment information to custom design
  an Individual Development Plan to develop skills
  in targeted areas. Plans are supported by
  training, coaching, job assignments or other
  developmental activities.
• Are assigned a learning coach to help them learn
  to leverage their developmental experiences for
  maximum growth.

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The Development Formula

• The formula
• 10 Knowledge (classes/book learning)
• 20 Learning from others (mentors)
• 70 Experience (do it)
  
• 100 (A shiny new competency!)

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Leadership Competency

• Looks to the Future
• Communicates a Vision
• Thinks Strategically
• Manages Change

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Leadership Competency

• Develops People
• Develops Employees
• Motivates Others
• Provides Feedback
• Hires and Utilizes the Talents of a Diverse
  Workforce

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Leadership Competency

• Builds Community
• Builds Partnerships Internally and Externally
• Builds Collaboration Internally and Externally

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Leadership Competency

• Manages the Business
• Understands the Political Environment
• Sets Priorities
• Thinks and Acts Competitively
• Focuses on the Customer
• Is Resourceful
• Solves Problems Creatively
• Makes Good Decisions

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Leadership Competency

• Manages Self
• Models Ethics and Values
• Has Self Knowledge

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Effective Succession Planning is . . .

• Identifying key player gaps through workforce
  planning
• Giving employees at all levels opportunities to
  develop their skills
• Embedding development opportunities in everyday
  work processes
• Embedding knowledge sharing into work processes
• Developing many employees for more challenging
  positions not just one

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Succession Planning is . . . Everyday
Opportunities

• Embed development opportunities into the
  operations and the culture
• If the organization is fluid, a team member from
  one area can help out in another area with a
  time/project crunch
• The upside of doing more with less
• All areas need help
• Where resources are lacking, the lifelong
  learners will rise to the top and find a way

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Effective Succession Planning is . . .

• Identifying key player gaps through workforce
  planning
• Giving employees at all levels opportunities to
  develop their skills
• Embedding development opportunities in everyday
  work processes
• Embedding knowledge sharing into work processes
• Developing many employees for more challenging
  positions not just one

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Succession Planning includes . . . Knowledge
Management

• Making knowledge accessible to all
• Setting expectations knowledge will be shared
• Celebrating those who share and receive knowledge
• Putting knowledge sharing in work processes

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HR-pedia - Overview
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HR-pedia - Detail
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Effective Succession Planning is . . .

• Identifying key player gaps through workforce
  planning
• Giving employees at all levels opportunities to
  develop their skills
• Embedding development opportunities in everyday
  work processes
• Embedding knowledge sharing into work processes
• Developing many employees for more challenging
  positions not just one

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Succession Planning is . . . Many, Not Just One

• Risky to pick one employee to develop for an
  identified position
• This employee may leave the organization, or may
  not want the position
• Use mix of methods to prepare many employees to
  be the next crew chief, deputy director or
  assistant city manager

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Whats the Culture?

• Empowerment - employees are in charge of their
  own careers not employers
• Set the bar identify position responsibilities
  and the skills / competencies needed to be
  successful

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Questions?
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Resourceswww.charmeck.org

• Teresa Curlin
• City of Charlotte
• Human Resources Key Business
• tcurlin_at_ci.charlotte.nc.us